4.Human%20Resource%20Management%20Part%202F09

4.Human%20Resource%20Management%20Part%202F09 - Last...

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Unformatted text preview: Last Time… Connecting People to People Strategic Human Resource Management ◦ The Process ◦ Step 4-Plan HR Needed ◦ Legal Requirements ◦ Step 5-Recruit and Select Recruitment: Your Data Selection: Honesty Tests Today… Step 6-Orient, Train & Develop Step 7-Performance Management and Reward Systems You have hired the “best” people for your company (on paper)…now what do you do to ensure that they achieve their best for your company? You have hired the “best” people for your company (on paper)…now what do you do to ensure that they achieve their best for your company? ◦ Step 6-Orient, Train & Develop ◦ Step 7-Performance Management and Reward Systems There are three ways in which organizations provide employees with the knowledge and skills they need to achieve results for the company today and in the future ◦ Orientation : helping a newcomer fit smoothly into the job and the organization (create networks and line of sight) ◦ Training : educating employees in how to better do their current jobs (facilitate line of site) ◦ Development : educating employees in the knowledge and skills they will need to do their jobs in the future (facilitate line of site) Line of Sight=Fit Between Employee Contributions and Organizational Needs Mean STDev Rank 1. Challenging Job Opportuni;es 3.64 0.89 13 2. Advancement Opportuni3es (e.g., promo3ons) 4.6¡ 0.65 1 3. Training Opportuni;es (e.g. employer sponsored training programs) 3.91 0.93 8 4. Base Pay Above what the Market is paying 3.84 0.92 10 5. Incen;ve Pay (e.g., commissions, bonuses based on achievements) 3.80 0.99 12 6. Reputa;on of the Company 3.98 0.93 7 7. People Rela3onships (e.g., rela3onships with the people you work) 4.14 0.88 4.5 8. Industry 3.33 0.95 16 9. Loca;on of the Organiza;on (e. g., large city, South) 3.53 1.09 15 10. Work/ NonWork Balance 3.87 0.94 9 11. Vaca;on Time 3.82 0.99 11 12. Health Benefts 4.14 0.99 4.5 13. Re;rement BeneFts 4.01 1.07 6 14. Size of the Company 2.48 1.02 17 15. Interna;onal Assignments 2.38 1.22 18 16. Job Security 4.40 0.81 ¡ 17. Corporate Social Responsibility 3.61 1.00 14 18. Respect 4.50 0.74 2 Onboarding: the process of turning a new employee into a successful employee ◦ New employees start out as a liability ◦ The quicker they get “up to speed”, the quicker they can contribute to the bottom line ◦ It may take senior leaders up to 6 months to reach the break-even point to where their contributions catch up to their costs (Leadership Excellence, April 2007) How do we make onboarding successful? Successful Onboarding ◦ Create a network of relationships ◦ Create a line of sight According to the ASTD State of the Industry Report 2006, one “Best” award winner developed an onboarding program designed to reduce time to productivity, which produced a more than $4 million growth in sales Sears Example: Learning Maps (http:// www.rootlearning.com/www/ learningMap.asp)...
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This note was uploaded on 05/17/2011 for the course MAN 3025 taught by Professor Lepine during the Fall '07 term at University of Florida.

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4.Human%20Resource%20Management%20Part%202F09 - Last...

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